Importanceof Leadership Training in Australian Organisations
Exploration of Future Profession
I intend to be a human resource professional in the future. Organisations in the present corporate world might be operating on information and communication technology, but there is no doubt that human resources are considered as assets of the company. Top management has started to understand the importance of employees since they are the face of the company and is in direct touch with the related business clients. Also, human resource is a very challenging activity since there is an a diverse culture of individuals in the company. However, with my understanding skills, I believe that I have the capability of being an effective HR professional. I also have training in this field and find my personality to be that of an extrovert. This the prime reason that I believe that being an HR professional, I would not only understand the workforce but also be able to communicate on a personal level to drive them to perform better.
Critical Review of Becoming a Professional
To become a professional, there are a few qualities that the individual should possess. A professional is not only about the education qualifications but is also about the soft skills. While there are still a few companies that base their decision upon the education qualifications and technical expertise of the individuals but themajority of them have understood the importance of soft skills instead of hard skills (Gunnarsson et al., 2014). For being a professional, an individual should have the knowledge about the field they want to work in along with the necessary experience to the post they are applying. However, there are a few other skills they need to have. For being an HR professional, it is important to have people skills that would help the professional to connect with the entire workforce. It is also important for the professionals to be communicative enough in order to speak their opinions and deliver better performance. An internally motivated professional would not only improve his or her performance but would also help the team members to work constructively towards the accomplishment of the goals (Moon, 2013).
One of the foremost skills that the professional shall possess is anethical practice. Though there are certain debates where the professionals need to take decisions that might not be morally right, however, it is important to make sure that every activity conducted is within the values and code of practices of the company. There are a few critics who have stated that experience is the most important aspect of becoming a professional. It has been stated that with experience, professional not only understand the depths of the area they work in but also develop other professional and personal skills (Paul and Elder, 2013). However, there is a common notion among inexperienced professionals that unless given a chance to gain experience, they would always remain inexperienced and begin at the lowest level. Therefore, themajority of the companies focuses on the abilities of the individual as a professional and then takes the hiring decisions.
Professionals are made up of subject knowledge, industry experience, soft skills and moral values. Unless these features are present in the individual, that person cannot be called as a professional. An individual might be excellent in his or her activities and work assignments, but when it comes to working in teams and helping others, he or she may lack behind because of soft skills (. This implies that knowledge of the subject area and experience does not matter unless the individual is capable of working in a team and accept constructive criticisms. The organisations purely function on ateam basis and therefore the professionals should not only lead the team as one but also be a part of it. Therefore it implies that professionals need to leaders as well. Hence, it can be stated that from being academically strong and high in experience, the present corporate world has changed the definition of a professional – a professional now is more holistic terms that should have both personal and professional skills. Even though some of the companies still prefer experience over soft skills but the world slowly understands as well as training the professionals in personal development skills for the benefit of the company as well as the person himself (Fairclough, 2013). A professional always seeks learning and growth and therefore is always motivated to gain new knowledge and experience in diverse areas and not only in one specific area. While he focuses on strengthening one area, he also intends to have theknowledge and basic experience in another associated field of work.
Title – Importance of Leadership Training in Australian Organisations
The research studied in this paper is regarding the importance of leadership training in Australian organisations. Recently due to thefinancial crisis, various nations have been affected. Companies have faced lower sales growth and most importantly laying off its employees (Storey, 2016). Not only this, but there has also been a high employee turnover in the companies because of the intense competition in the market to survive. To secure their jobs, employees looked for companies that have stable growth and progressing leadership (Eden, 2013).
Leadership is highly important in any organisation, especially in Australian companies. The reason is the diversity of the workforce. Australia is known for migration of employees from different parts of the world and belongs to different cultures. Managing such a workforce is challenging and important. Employees need a leader who not only motivates them to perform better but also engage them in important activities (Mabey, 2013). Therefore, companies place huge importance on leadership training since it helps in developing an effective employee base.
Aims and Objectives
The aim of the research paper is to identify the factors that lead to the importance of leadership training in Australian companies.
The following are the objectives of the dissertation:
· To investigate the present leadership practices in Australian organizations
· To investigate the importance of leadership training in Australian organizations
· To study and analyze the various approaches used for leadership training in Australian organizations
· To study the results of leadership training on employee and organization performance in Australian companies
The leadership is a very common researched topic in the academic field. There are several studies on leadership practices that the companies undertake and its importance and impact on organization performance. Previous studies have debated that while the older companies used authoritative leadership styles, the present corporate world understands the importance employee engagement and therefore use participative leadership style (Northouse, 2015). Though it is argued that this leadership style might lead to a few issues in the companies, however, majority supports this because authoritative leads to increased cost regarding demotivated employees and high employee turnover.
Some studies have also argued that the companies are forced to use authoritative leadership styles because of the employees who are not motivated by the monetary or non-monetary rewards. Such employees need to be handled with authoritative leadership where every action is supervised (Miner, 2015). This is also necessary to make sure that the employees carry ethical practices. Leadership is an important function of the company. Studies have proved that the companies not only have a devoted workforce but would also be able to achieve the objectives of the company successfully and reduce the wastage and cost of the companies with effective leadership(Pfeffer, 2015).
In this research, positivism philosophy will be used because of the nature of the dissertation. It is a descriptive research paper that focuses on understanding how companies in Australia perceive leadership training. This would require independence of social actors and therefore this philosophy is used. A deductive approach will be used because this research would test the theory that has already been established. The literature review will be used to study the different variables of the research as well as from the hypothesis that will be tested.
H1: There is a significant importance of leadership training in organisations
To test this hypothesis, the researcher will use both primary and secondary information. The secondary data would be collected using published sources on the research topic to form the literature review whereas primary data will be collected from thefreshly chosen sample using a structured questionnaire with close-ended questions. This questionnaire will present questions related to leadership practices prevailing in the companies, importance of leadership training to employees and company and its impact on employee and organisation performance. The sample used for the research is collected using random sampling. This is because there is no specification of any industry and therefore theimportance of leadership training is different for different industries and size of companies. Hence random sampling is being used to reduce the biases. The sample chosen is 50 Australian organisations where the managers would be asked to fill a questionnaire sent through email. 50 Australian companies are chosen from SMEs, large companies and MNCs. This is because it will help gain a larger view of the leadership training in every type of organisation. Data analysis will be carried out using SPSS tools. Frequencies, cross tabulations, chi-square, independent tests and descriptive statistics will be used.
1. Eden, D. (2013). Pygmalion Training Made Effective: Greater Mastery Through Augmentation of Self-Efficacy and Means Efficacy** This article is based on the thesis submitted by Roni Sulimani as part of the requirements for his master’s degree in organisationalbehaviour at Tel Aviv University’s Faculty of Management. Dov Eden served as thesis advisor. The Lilly and Alejandro Saltiel Chair in Corporate Leadership and Social Responsibility and the Israel Institute of Business Research supported part of Dov Eden’s work on ....Transformational and Charismatic Leadership: The Road Ahead 10th Anniversary Edition (Monographs in Leadership and Management, Volume 5) Emerald Group Publishing Limited, 5, 337-358.
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